Employment Online

With our online employment service you can draft various legal documents covering everything from job applications, employment contracts, staff handbooks and disciplinary procedures to ensure you protect your business. To help ensure you are protected we have come up with a cost effective and simple way to do this, offering you fixed fee documents with no hidden costs and the opportunity to preview the documents before you buy them putting you under no obligation at any point.

How our online service works:

  1. 1. Select a document from the list below - you can read more information and preview the document before purchase
  2. 2. Purchase the document through our secure online checkout
  3. 3. Complete the document online, then submit it to us for review
  4. 4. After review, and or/edit, we'll upload your finalised document to your secure 'My Services' section of the website for you to download and use.

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Discipline and Dismissal

Employee disciplinary appeal hearing letter

This document creates a letter to an employee asking him or her to attend a formal disciplinary appeal meeting after the employee has appealed a decision taken at a disciplinary meeting to take disciplinary action against him or her. It is designed for general use. The employee is invited to attend the appeal meeting to reconsider or review the allegations made against the employee and/or the disciplinary action taken.

Employee disciplinary meeting letter

Use this document to create a letter to an employee asking them to attend a formal disciplinary meeting. The letter is designed for general use. At the meeting the employee will be able to explain his or her conduct. After the meeting you should formally notify the employee of the decision that was made.

Employee disciplinary meeting outcome letter

Use this document to create a letter to notify your employee of the outcome of a disciplinary meeting. The decision can be that no disciplinary action be taken, or that an oral warning be given, or that a written warning or a final written warning be given. If the decision of the disciplinary meeting was to dismiss the employee following repeated disciplinary action, then you should use the Rapidocs document 'Employee dismissal letter following previous disciplinary action' rather...Read More

Employee dismissal letter after previous disciplinary action and an appeal hearing

Use this letter to dismiss an employee after he/she has appealed a decision to dismiss made at a disciplinary meeting, but the decision following the appeal hearing is still to dismiss. If the decision after the appeal hearing is not to dismiss, use our document ‘Employee formal appeal hearing letter’ instead of this one. If the decision following this meeting is to summarily dismiss on account of their gross misconduct...Read More

Employee dismissal letter for gross misconduct

In cases where an employer needs to immediately dismiss an employee on account of gross misconduct, this letter should be used. Gross misconduct might include such actions as physical violence, extremely serious insubordination, or serious incapacity through an excess of alcohol or drugs. This letter must be used in accordance with a valid disciplinary and dismissal procedure.

Employee dismissal letter for gross misconduct after an appeal hearing

This letter should be used when an employee has appealed a decision to dismiss on account of gross misconduct and the decision of the meeting is still to dismiss. At this appeal hearing the employee should have been given the opportunity to explain his/her conduct and why the disciplinary action taken should not have been implemented. Please note that if the employee has been successful in appealing against a dismissal....Read More

Employee formal appeal hearing outcome letter

Use this document to send a letter to your employee following a formal appeal hearing. The letter will inform them of the outcome of the meeting, which can include that no disciplinary action be taken, that your employee receive an oral warning, a written warning or a final written warning. If the decision following this meeting is to dismiss, you will have to use the 'Employee dismissal letter after previous disciplinary action and an appeal hearing' document, rather than this one. ...Read More

Employee suspension letter pending investigations of allegations

Use this letter to formally suspend an employee while you conduct an investigation into allegations made against him or her. It is designed to temporarily remove an employee from his or her post when that employee's continued presence in the workplace may involve risk, danger or embarrassment or may be prejudicial to good discipline. Note that suspension is not a punishment and, as such, there should be no loss of normal pay or pension entitlement.

Employment Contracts

Employment statement

This document prepares a set of standard terms and conditions of employment. It is designed for use by employers who wish to have a very simple employment contract in place. By law, all employees must receive written particulars of the terms of their employment within two calendar months. It is recommended that you use this employment statement in combination with an employee handbook.

Employment agreement

Employers should use this employment agreement when taking on new members of staff. This agreement must be given to the employee within two months of starting. Failure to provide employees with a written statement of employment within two months is unlawful and could result in costly appearances before an employment tribunal....Read More

Statement of changes in terms of employment

This document will create a written statement confirming the changes made to an employment contract or statement of particulars. There are certain changes which, by law, must be confirmed in writing and others where it is not required; however, it is considered to be best practice to do so to protect the interests of both the employer and employee. The employee is required to sign this statement, confirming their consent to the change, to help protect the employer against a potential lawsuit.

Employment Procedures

Agreement to opt out of the Working Time Directive

Employers should use this document to draft an agreement for their employees to formally opt out of the 48-hour working week under the Working Time Regulations 1998 (as amended). This document cannot be used for workers who can chose freely how long they work (e.g. managing executives of a company), domestic servants in private households, workers in the armed forces, police and emergency services, trainee doctors and mobile workers in the transport industry (road, rail, air or sea).

Hiring Staff

General purpose offer letter

Use this document to create a suitable offer letter when making a job offer to a prospective employee. This offer letter should be a summary of the key parts of the full employment documents, i.e. an employment agreement or employment statement, which must be provided to an employee within two months of starting. The letter also requests the prospective employee to provide the correct documentation to prove their right to work in the UK prior to commencing their employment - to help protect you from liability.

Legal Advice

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